The Empirical Study On The Middle Management Competency Model

What is core competency of the enterprise? How does the enterprise gain its competition? And how does the enterprise obtain the growth opportunity? It has been an endless debatable topic between fields of enterprise and academic. The competency of the middle management is able to affect executive ability of the enterprise, and executive ability of the enterprise would influence the competition of the enterprise. Therefore, this study is started from the study on the middle management competency model, and found out the relatedness of the competency of middle management related to the competition of enterprises.This research based on the study of document materials, the researcher concludes that the content and correlative theories of three-level competency model. The three-level competency theory refers to theory of abilities, theory of competency and the level of competition of organizations. The competition of the enterprise needs talented persons to competence their jobs, integrate efficiently with the entire organization and thus strengthen the competition of the enterprise.According to the Mata-analysis in the research, the author gets some findings that there are basically six kinds of the middle management competency- the abilities of leadership, interpersonal skill, communication, professional, planning and problem-solving. After logic analysis and offers the result as conclusions, the former three competencies are related with human relationship, and the later three competencies are related with job and task which distinguish into two dimensions-- working and interpersonal orientation. These results are coincidence with those researches of leadership styles which scholars studied before. The research raises concrete suggestions that middle manager' s competencies are affected by each other.This research sets up a framework of strategy / culture-competency-performance from past literature review. It can be the reference of later researchers and supporting the linkage relation of strategy/culture and performance by competency mediator. It proves that competency model has positive contribution to organizational performance. Besides, it is proved that if the enterprise has different competitive strategy and culture, there would be best organizational performance with different combination of competency. With the change of external environment, organizational abilities must be modified relatively and it can be successful with the adjustment of individual competency within the organization.The study also proposes that how the middle management competency model is established by the enterprise. The first step is to understand the actual situation of the establishment of job competency. The situation is divided into four dimensions called "competency needed to be specific" , "competency needed to be raised" , "potential competency" and "remarkable competency" . The statement is made that through the utilization of human resource management, the competency of employees can be promoted remarkably.Finally, focuses on the question of how to raise the management team of the enterprise, types of raising management team can be divided into four styles: "the management team without executive ability" , "re-building the management team" , "the management team operating practically" and "the management team with executive ability" . The enterprise can establish the executive ability of the management team through recruiting, staffing and culture reconstruction of human resource practices.